Differences in the Perceived Impact of an Economic Recession on Local Government
Abstract
The perceived impact of the 2001 and the 2008-09 economic recessions on Human Resource Management (HRM) systems and practices in 238 (2001) and 232 (2008-09) municipal, village, and township governments was measured. While for both samples the overall perceived impact of the economic conditions was defined as "a minimal negative effect," using a combined sample the number of recognized bargaining units was significantly and positively related to several HRM practice and process impact ratings. Comparing the dataset from 2001 to that of 2008-09 there were significant differences in perceived impact, most notably with regard to predicting changes in work, frequency of demotions, and career counseling. Findings were interpreted in terms of the differences in the context of the economic recessions and areas most related to HRM practices and processes and whether these findings would be applicable to current economic woes.